As a recruiter, I’m in the hot seat, and my reputation is on the line when candidates are being interviewed. If they succeed, I succeed, they are hired, and I am rewarded. This is fantastic! If they’re bad, I’ll stretch them, they won’t be hired, and I won’t be charged. This is everything I don’t like! Can you see the similarity? It was critical for my candidate’s future and my own to become a voracious student on what it takes to get a job.
I discovered that most recent college graduates devote a significant amount of time researching how to react to interview questions (e.g., what is your biggest flaw?). What are the most efficient means of resolving a dispute? After three years, where do you see yourself? Oh, and tell me a little more about yourself). Isn’t it true that your college coach has already asked you about the value of delivering an effective elevator pitch? Other resources for writing responses to interview questions can be found on your own job recruitment network as well as on the internet. This isn’t really the issue (don’t get me wrong, it may be, but I’ll leave it for another time). No, the only difficulties I have are a few individuals who show up for an interview with their own “knock ’em off their feet” questions. Asking them Deadly Questions that they aren’t prepared to answer would give you a huge competitive advantage.
Here are three of my most often asked questions:
Think of those you’ve encountered in your career who have approached this job in the past in a common way. Surely two or three of them excel head and shoulders above the rest; what characteristics/characteristics do they possess that have contributed to their success? Consider this: everybody on the team should have the same credentials, experience, and history, right? In the mind of a hiring manager, these are not the components that actually create a star. When you raise this question in this specific manner, they will immediately think about somebody I have served under, collaborated for, or worked against that was kept in high regard. When they take a snapshot, you can see it in their minds. They want to clone this guy on some basis. You couldn’t do much about your qualifications, so consider what characteristics can make you draw parallels to this celebrity. You can’t educate a trait, so you can teach talents because you can change the attributes whether there’s a mistake or a discrepancy between qualifications.
Imagine you and I walking into this conference room a year from now for my yearly performance review. We take a step forward and offer me a high five. What had I done to merit such a warm welcome? This is, once again, a more personal problem. I’ve discovered that the more questions you tailor, the closer you get to the heart of what’s really valuable to them and a deeper sense of what they’re looking for.
“How come this place is available?”
“How so, tell me something,” comes next.
How many new graduates are afraid to ask this query astounds me. Many sound as if they’re staring at “private information,” while others tell me that they’re conscious it’s accessible until they’re afraid of being caught off guard. In any case, one must still pose the query because there is more to the solution than just understanding that it is available and that they are progressing since everyone was promoted. It’s a two-part issue, you see. First, the idea you in on deeper topics is the reason for the transparent stance. Is it possible that certain senior citizens have quit because they are losing market share? You already realize that regaining market share is a high priority. Or do they need someone who can jump in on both feet without some preparation so they have to let someone go so fast? This indicates that being resourceful and easy to learn could be more important than the job’s overall position. It goes on and on. The majority of viewers skip the second half of the discussion. However, they are the same individuals who touch the ball in the interview while they are attempting to market themselves too quickly. You will come off as a polished individual who always listens if you look further into why a position is available.
If interviews are about selling yourself, knowing what the client (hiring manager) needs is a must (the hiring manager). These three issues have led to the popularity of several applicants meticulously designed to touch the heart of the company’s expectations, aspirations, and objectives to gain the most significant competitive advantage.
I wish you success in this endeavor!